Conducting Interviews
An interview is an effective way to predict the job performance of an applicant after
he/she is hired. The task of the interviewer is to explore past work experience with the
applicant and to record information that provides insight into his/her strengths and areas
of needed development relative to the identified criteria. An interview guide should be
prepared ahead of time. Interview questions should give the candidates a chance to share
examples that display the skills/criteria needed to be successful in the position. The job
description and evaluation grid are useful tools when preparing interview questions.
Consistency with all candidates is essential in comparing and choosing the best person
for the position. If there are multiple members of the hiring team, be sure the questions
are not repetitive although they should all revolve around the requisite skills/criteria.
The Setting:
Help the candidate feel as comfortable as possible. This will make it easier to get to
know the candidate and will also assure that he/she has a favorable impression of the
University. Consider the following:
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Keep the appointment time. If you are unavoidably detained, have a colleague
greet the candidate and explain the delay.
Select a quiet, pleasant, and private location.
If possible, avoid interviewing from behind a desk.
Try to avoid interruptions during the interview. Forward your phone or have it
answered.
Offer the candidate a bottle of water and a clean, disposable cup.
Give the candidate your undivided attention. Pay close attention to your own eye
contact and body language. Be responsive to questions and comments. Don’t let
your mind wander.
Avoid making public comments about the candidate. Respect the candidate’s
confidentiality at all times. (Many candidates apply in confidence with the
expectation that a current employer will not be informed by others.)
Try to conduct all interviews for the same position in the same manner and
setting.
The Interview:
The interview may be organized into three parts:
Brandeis University
Office of Human Resources
06/2009
The opening: (3-5 minutes) Introduce yourself. Welcome the candidate to Brandeis and
explain your role in the interviewing process. Explain the structure of the interview
process, and let the candidate know you may be taking notes. Keep small talk relevant
and avoid questions that could be interpreted as probing for personal information.
Interview questions: (30-45 minutes) These questions should be determined before the
interviews and be consistent with all candidates. Based on the principle that past
behavior is the best predictor of future performance, interviews should focus on gathering
data about how candidates behaved in previous situations similar to situations they could
face in this position. The interviewer should seek specifics about the following areas:
tasks, assignments, or issues the candidate has had to face; what the candidate thought,
said and did in that specific situation; and outcomes of the candidate’s actions and their
impact on others.
Here is a way to construct questions in order to receive more specific examples from the
candidate.
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“Tell me about a time when…”
“Describe a situation when you had to…”
“What did you do…”
“How did you…”
All interview questions should be job-related and based on the job description and/or
evaluation grid criteria/skills. See Sample Interview Questions for more information. A
Human Resources representative can provide additional interview questions and help you
prepare for the interviews.
Avoid questions or discussions about:
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Race, color, sexual orientation, religion, national origin, age, marital status,
veteran status, disability, height, weight, and genetic information
Personal or political activities
Marriage plans, family, children, or child care arrangements
How much longer a candidate plans to stay in the work force
The close: (10-12 minutes) Invite the candidate to ask any final questions. During this
time answer any final questions and refer the candidate to the University’s web site or the
Office of Human Resources for additional information about working at Brandeis.
Explain how the process will proceed including a timetable. Thank the candidate for
his/her time and interest in the position.
Promote the University during the interview as a great place to work. Sometimes giving
details about additional benefits can make a difference in a candidate’s decision. Talk
about the benefits enjoyed by staff at Brandeis, including medical, dental, vacation,
competitive retirement matching, etc. A Human Resource representative may also be
available to speak with candidates in more detail about the various benefits offered by
Brandeis.
Brandeis University
Office of Human Resources
06/2009
During the interview listen for the following “areas to follow up:”
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Unexplained gaps in employment history
Areas where the candidate cannot provide details
Candidates who have quit a job without adequate notice
Candidates who reveal proprietary information about a previous employer or
confidential information about other employees
A Human Resources representative is available to speak with candidates after their
interviews. This call provides the following feedback:
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Candidate’s thoughts on the interview
If the candidate is still interested in the position
Confirmation of salary expectations
After the Interview:
Members of the hiring team should meet shortly after the interviews have taken place.
Completing an evaluation grid for each candidate can promote a productive discussion.
There is also an Interview Self Evaluation Checklist, which managers can use to assess
their own interviewing skills.
Here are things to consider during this process:
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Discuss information gathered
Agree on overall ratings for each item on the individual’s evaluation grid
Compare candidates, weighing:
A. Extent to which they meet position requirements
B. Relative importance of each requirement
Select final eligible candidates
Brandeis University
Office of Human Resources
06/2009